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Affective events theory model Research model. Affective events theory (AET) is an industrial and organizational psychology model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. [1]
Although emotional labor may be helpful to the organizational bottom line, there has been recent work suggesting that managing emotions for pay may be detrimental to the employee". [14] Emotional labor and emotional work both have negative aspects to them including the feelings of stress, frustration or exhaustion that all lead to burnout.
Overload may occur in the context of downsizing, which often does not narrow an organization's goals, but requires fewer employees to meet those goals. [138] The research on downsizing, however, indicates that downsizing has more destructive effects on the health of the workers who survive the layoffs than burnout; these health effects include ...
Four components of organizational justice are distributive, procedural, interpersonal, and informational justice. Research also suggests the importance of affect and emotion in the appraisal of the fairness of a situation as well as one's behavioral and attitudinal reactions to the situation. [3]
Employee motivation is an intrinsic and internal drive to put forth the necessary effort and action towards work-related activities. It has been broadly defined as the "psychological forces that determine the direction of a person's behavior in an organisation, a person's level of effort and a person's level of persistence". [1]
It also illustrates other aspects of Lewin's general model of change. As indicated in the diagram, the planning stage is a period of unfreezing, or problem awareness. [ 22 ] The action stage is a period of change, that is, trying out new forms of behavior in an effort to understand and cope with the system's problems.
Saving money is the obvious reason to “live smaller,” but there are pros and cons to consider.
Fear stage is the third emotional stage following an announcement of layoff, in which employees worry about how they will survive financially. [30] Acceptance stage is the fourth and final stage of the emotional reaction to downsizing, in which employees accept that layoffs will occur and are ready to take steps to secure their future. [30]